Building a Better Business Case

For Training to Manage Aggressive Behaviours

Does your business case for training to manage the impact of aggressive behaviours stack up?

What costs is your organisation currently subjected to as a result of aggressive behaviours?

For example, workers compensation claims involving work-related violence may:

  • Account for 12% of all claims
  • Cost $40,000 on average
  • Cost $400,000+ for serious claims

This is a topic of conversation that has regained attention following our blog Training to Manage Aggressive Behaviours: eLearn or Face-to-face?

Building a business case is useful to better understand your challenges and to compare available solutions in order to determine the most beneficial option out of those available.

Business Case Analysis (BCA) will assist you to project the likely financial and non-financial results of available courses of action considering the costs, benefits, and risks.

A solid business case can support and enhance:

  • Decision making;
  • Business planning;
  • Management and control; and
  • Accountability.


Typically there are 7 steps for building a business case:

1. Business Objective
2. Purpose
3. Principles for Success
4. Scope
5. Analysis of the Situation
6. Solution Options
7. Recommended Solution

Let’s consider elements regarding steps 3, 5, 6 and 7.

For a detailed explanation of all steps, please contact our office for a complimentary copy of our Business Case Analysis Tool.


Step 3. Principles for Success

From the outset, your BCA should be focused on two perspectives for success:

1. What is required to ensure the business case successfully assists decision makers in their process to determine the best training option to safely manage aggressive behaviours?

2. What measures will be used to determine if the recommended solution is a success?


Step 5. Analysis of the Situation

Analysis of the Situation requires answers to these questions:

1. What are the relevant risks your organisation is currently exposed to?

2. What are the potential consequences of those risks from a people, property, financial, legal and/or reputation perspective?

3. What are the existing costs faced by your organisation as a result of aggressive behaviours?

This should include all relevant financial and non-financial cost categories such as:

  • Workers Compensation Claims – Occupational Violence and Aggression (OVA) / Stress / Mental Health / Psychological Injuries
  • Workers Compensation Premiums
  • Lost Time Injuries
  • Medical Expenses
  • Personal Leave
  • Absenteeism
  • Replacement Staff
  • Presenteeism
  • Property Damage
  • Incident Reporting
  • Time Spent Managing Incidents
  • Staff Wellbeing
  • Staff Retention
  • Recruitment and Induction Costs
  • Customer Wellbeing
  • Customer Satisfaction
  • Customer Retention
  • Legal Expenses
  • Internal and External Investigations
  • Reputation
  • Time Spent Managing The Above
  • And so on …

Many organisations will not have the necessary internal data so they will need to refer to historical industry data, analysis and forecasts; data from Workers Compensation Insurers; and industry case studies.


Step 6. Solution Options

When brainstorming possible training solutions to manage aggressive behaviours, it is important to include a baseline “business as usual” scenario. Including the baseline provides an opportunity to measure relative changes across improvements, reductions, or savings.

Your possible solutions for training to manage aggressive behaviours might include:

  • Option 1: Business as usual (baseline)
  • Option 2: Training delivered as face-to-face workshops
  • Option 3: Training delivered as an eLearn package

This step involves a cost benefit analysis of each possible solution. It is often very difficult to predict costs and benefits accurately, especially for new initiatives. Costs include the costs of the physical resources needed, as well as the cost of the human effort involved.

The financial benefits that will be generated can be very hard to predict, and the value that people place on intangible benefits can be very subjective.

As the combined effect of these factors can make the assessment of possible solutions unreliable, the assumptions made should be clearly articulated.

Step 7. Recommended Solution

Ultimately the purpose of the business case analysis is to analyse and compare the financial and non-financial benefits of available solutions.

A successful business case provides credibility, practical value, and accuracy in order to assist decision makers to determine the best training to safely manage the impact of aggressive behaviours for your organisation.

Please feel welcome to contact our office for a complimentary copy of our Business Case Analysis Tool.


Image of Travis Holland presenting

Travis Hol­land
Man­ag­ing Direc­tor
Hol­land Thomas
Travis Holland email address

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The team at Holland Thomas supports organisations to manage the impact of aggressive behaviours on their staff, the people they support, and the organisation itself. Our goal is to create safer workplaces that enhance wellbeing for all concerned whilst also delivering improved operational and financial performance.

We provide a range of flexible and tailored staff safety solutions including consultancy, eLearn and face to face training, and technology driven safety solutions.

This blog draws on our years of experience delivering our M.A.B.™ (Contextualised Prevention and Management of Aggressive Behaviours) staff safety training across Australia and the development of My Safety Buddy, our smartphone app and web portal based lone worker safety solution.

Should you wish to discuss strategies to improve your staff’s safety in their work environment, please feel welcome to contact Holland Thomas.